This year, women had to work until March 14th in order to earn the same compensation as men did during the previous year. That pay gap has changed very little, decreasing by only 2 percent in the last 20 years. In 2022 in the general workforce, women earned about 82 cents for every dollar men . . .
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ADVANCE Weekly Roundup: Roadmap to measuring overlooked dimensions of diversity so improvements can be implemented
Recently the White House released a roadmap that will expand the federal collection of data about sexual orientation and gender identity in order to advance equity for LGTBQI+ Americans. However, advances in measurement will be needed at all levels, including at universities. The management adage that you can’t improve what you don’t measure applies to . . .
As summarized in the recent Harvard Business Review article, 5 Ways Managers Can Support Pregnant Employees, there are ways to reduce detrimental experiences that affect health and well-being outcomes for pregnant faculty, staff, students, and their babies. The article links to two studies that examined workplace experiences related to pregnancy discrimination specifically and to health-related . . .
In the corporate world, employers are finding ways to support employees who are caregivers because they realize it provides a competitive advantage to attract and retain employees. The need for robust resources, benefits, and policies is apparent: a Harvard Business School study found that “73% of all employees have some type of current caregiving responsibility.” . . .
From the EEOC Newsroom: EEOC Releases Information about Employment Discrimination Against Caregivers.Although this article references COVID-19 situations specifically, discrimination based on a protected characteristics is always prohibited by federal and state laws/regulations. ADVANCE has written about the impacts COVID has had on caregivers in STEM. Articles of particular note are from July 31, 2020, March 10, . . .
by Institutional Equity Sexual harassment is no joke. This topic is no longer off-limits, and allegations are being taken more seriously than ever before. But when does behavior cross from bad to unprofessional to sexual harassment? Is sexual harassment only egregious acts of physical touching or fondling? Does the behavior have to occur more than . . .
We have all experienced bullying at work and upon reflection we often think we could have handled the moment better. Each time we think “How could I have responded better?”, “What should I have said?”, “Why is this still bothering me?” But how? In Liz Kislik’s blog, she shares exercises she uses with her clients . . .
Implicit bias is an automatic reaction we have towards other people. These attitudes and stereotypes can negatively impact our understanding, actions, and decision-making. We will be hosting a virtual session on implicit bias presented by Sylvia Perry, Ph.D., Associate Professor of Psychology at Northwestern University from Project Implicit. The objectives of the Education Session are . . .
As pandemic effects continue, fostering equitable climates to retain high quality faculty and staff is more important than ever. The UMass ADVANCE team outlines four foundational strategies: communication, resources, flexibility, and adapting equity-informed strategies. Meaningful communicative interactions and supportive resources are critical to faculty and staff job satisfaction. In addition, flexible policies and practices remain . . .
Gendered expectations impact nearly every aspect of our professional and personal lives, but we can learn to push back against biases. This is what Jennie Weiner, Associate Professor of Educational Leadership at the University of Connecticut, addresses as the guest on Harvard Graduate School of Education’s EdCast with Jill Anderson. Dr. Weiner is also the . . .